Druces LLP’s Post

Very much agree with this, and the thorny issue of internal investigations. Quite often in-house teams are not equipped to lead on internal investigations or would benefit from external advice. Also, the lack of astute challenge to internal investigations and findings by individuals is quite staggering, and when it does arise, is often too late.

Great insights from Muhammad S. an important topic for employers and managers. The answer isn’t just extending probation , it’s better management, clear expectations, and regular feedback. A valuable reminder that strong people processes make a real difference. #EmploymentLaw #UKEmploymentLaw #HR #PeopleManagement

Managers are asking the wrong question. "Should we just extend probation to six months?" That's the question I keep hearing. But it's not the one that matters. From 1 January 2027, the qualifying period for unfair dismissal drops from two years to six months — and many employees hired from 1 July 2026 onwards will already be covered. This isn't about probation. It's about management. A policy doesn't protect your business. Good management does. Ask yourself: do your managers set clear expectations from day one? Give feedback early? Document concerns — or wait until the last week and hope the problem disappears? CIPD's advice isn't longer probation. It's better-managed probation — regular reviews, clear objectives, early feedback. Don't wait until December 2026. Review your process. Train your managers. Make sure your documentation matches your decisions. The law is changing. Good management has always been the best protection. We help businesses build confident managers and stronger people processes — get in touch if you'd like a hand preparing. #EmploymentLaw #UKEmploymentLaw #HR #UnfairDismissal #EmploymentRightsAct2025 #SmallBusinessUK #PeopleManagement #HRConsultant #NHS #NHSEngland #UKjobs #UKvisa

One thing you can guarantee with HR… it never stands still. 👀 Have a read, and if you like straightforward HR updates without the fluff, give the Ocean Breeze HR page a follow.

The Acas draft Code of Practice on disciplinary and grievance procedures has landed, and there are some important changes on the table. The consultation proposes: • Bringing informal resolution into the statutory Code for the first time. • A greater focus on mediation and resolving issues before they become formal. • A stronger expectation for employers to consider reasonable adjustments throughout the process. • More emphasis on training managers to deal with workplace conflict confidently. • Making it clear that suspension shouldn’t be the default option, it should only be used where it’s necessary. Our biggest takeaway? Good HR isn’t about running brilliant disciplinaries. It’s about stopping people from needing one in the first place. Having difficult conversations early, dealing with conflict properly and giving managers the confidence to manage people well will always lead to better outcomes than trying to repair relationships once they’ve broken down. The consultation is now open, and we’ll be keeping a close eye on the final version of the Code and what it means for employers. What are your thoughts on the proposed changes? Here’s the draft - https://lnkd.in/gtHrhXhV

Think you've got until January to prepare for the new unfair dismissal rules? Think again. Many small business owners are focusing on 1 January 2027 as the date the qualifying period for unfair dismissal claims reduces to six months. But here's what many are overlooking... If you recruited an employee on 1 July 2026, they'll have completed six months' service by 31 December 2026. That means from 1 January 2027, they'll qualify to bring an ordinary unfair dismissal claim if dismissed after that date. So the countdown isn't starting in January—it's already underway. ·        Now is the time to ask yourself: ·        Have all probation reviews been completed on time? ·        Are performance concerns being documented? ·        Are managers having regular review meetings? Could you justify a dismissal if your decision was challenged? Too many businesses leave probation reviews until the last minute or fail to keep proper records. Under the new rules, those habits could become much more expensive. The legal changes may not take effect until January, but the preparation starts today. If you're unsure whether your probation process, contracts or HR documentation are ready for these changes, now is the time to review them—not after the law comes into force. If you'd like a free Probation Process Health Check, send me a message or comment "CHECK" below and I'll get in touch. #HR #EmploymentLaw #SmallBusiness #BusinessOwner #PeopleManagement #HRCompliance #EmploymentRights #Leadership #SME #UKBusiness

🚨 If you have recruited anyone this month, the new unfair dismissal rules could already affect them. From 1 January 2027, employees will only need six months’ service to qualify for ordinary unfair dismissal protection. At present, the qualifying period is two years, the cap on compensation for unfair dismissal is also due to be removed. January might sound a long way off, but employers cannot leave this change until December. Anyone employed from July 2026 could have completed six months’ service when the new rules take effect. Existing employees approaching that milestone may also gain protection immediately. This means decisions being made now, who businesses recruit, how they onboard them and how they manage probation, could be examined under a very different legal framework next year. Probationary periods will need to become far more meaningful. Too often, probation passes with little more than a diary reminder and a hurried meeting. Managers avoid difficult conversations, concerns are mentioned but never recorded, objectives remain vague and reviews are postponed because everybody is busy. When the business eventually decides somebody is unsuitable, there is little evidence showing what went wrong, what support was offered or whether they had an opportunity to improve. That is already poor HR practice. From January, it will carry considerably more risk. Employers should prepare now: ✅ Review your probationary periods and notice clauses. ✅ Hold regular probation reviews and record each discussion. ✅ Set clear objectives so that everybody understands what success looks like. ✅ Train managers to address performance or conduct concerns promptly and fairly. ✅ Ensure that employment decisions are supported by accurate records. ✅ Check that dismissal procedures are fair and consistently followed. Employees already have protection from discrimination and automatically unfair dismissal from the beginning of their employment. A probationary period has never given an employer complete freedom to dismiss without considering the reason or process. Good employers should not see these changes as an invitation to dismiss people more quickly. They should see them as a reason to recruit carefully, manage properly and deal with problems before they become disputes. January 2027 is not the starting point for preparation, for many employers, the clock is already ticking... Is your probation process genuinely helping managers make fair decisions — or is it simply a date in the calendar? #HR #HumanResources #EmploymentLaw #EmploymentRightsAct #UnfairDismissal #PeopleManagement #Probation #Leadership #SmallBusiness #Workplace

The draft ACAS Code of Practice relating to disciplinaries and grievances is out for consultation until 23 September 2026: https://lnkd.in/emJB4f2r This represents Acas’s first full rewrite of the statutory Disciplinary and Grievance Code of Practice since 2009. The primary aim of the update is de-escalation and early dispute resolution. By embedding informal resolution directly into the statutory framework, Acas is pushing employers and workers to resolve minor concerns, performance issues, or interpersonal friction before jumping straight to formal disciplinary hearings or grievance procedures. The relevance of all of this is that Employment Tribunals can take failure to follow the Code of Practice into account and increase compensation awards by up to 25% if the failure is deemed to be unreasonable. It could therefore hurt your pocket 💸 Core Takeaways are: 💚Audit & Update Documentation: Standard letters (i.e disciplinary invites, formal grievance templates) will need to be updated to include sections explaining prior informal attempts or reasons for bypassing them. 💜Review Suspension Policies: Clear evidence and justification will be required before suspending a worker (note the word ‘worker’ and not ‘employee’). 💚Invest in Manager Training: Managers will require training on handling early stage informal conversations and identifying disability adjustments to prevent unnecessary escalation. #hr#employmentlaw Hansells Solicitors Natalie Smith Helen C. Leanne Griffen

Founder and Senior HR Consultant, Caroline Watkins FCIPD highlights the recently announced consultation on the Acas Code of Practice on Discipline & Grievance Procedures... ...Will it bring better employee relations practices into workplaces across the UK...? https://lnkd.in/e2wdDmVH

Let’s Talk… Fairness at Work ACAS has launched a consultation on updating its Code of Practice for disciplinary and grievance procedures – the guidance that many employers rely on when managing workplace issues fairly. The consultation opened on 30 July and closes on 23 September. If you’re a small business owner, you might be wondering why this matters. The ACAS Code isn’t just guidance. Employment Tribunals take it into account, and if an employer unreasonably fails to follow it, compensation can be increased by up to 25%. The proposed update places even more emphasis on: ✅ Resolving concerns as early as possible. ✅ Having open conversations before positions become entrenched. ✅ Keeping processes fair, reasonable and transparent. ✅ Helping managers deal with difficult situations confidently and consistently. For most employers, this isn’t about tearing up your disciplinary policy and starting again. It’s a timely reminder to ask: • Would our managers know what to do if an issue arose tomorrow? • Are our policies still up to date? • Are we resolving problems early, or waiting until they’ve become much harder to fix? Good people management isn’t about catching people out. It’s about creating clear expectations, having honest conversations and dealing with issues fairly when they arise. That’s good for your people and good for your business. HR with Heart. Compliance with Confidence. #SmallBusiness #HR #EmploymentLaw #PeopleManagement #Leadership #ACAS #Disciplinary #EmployeeRelations